The document discusses the challenges with traditional annual performance evaluations, including conflicts, disconnect from corporate strategy, and subjective judgments. It then describes how KPISOFT's automated performance management tool addressed these issues by cascading organizational KPIs to employee scorecards, enabling proactive reviews, and conducting holistic and objective evaluations. The outcomes included aligning employee goals with strategy, improved employee morale and motivation, and increased enterprise performance.

2. The Challenges
The Challenges

3. Performance management issues and challenges
Conflict at annual performance
evaluation
Practice of annual performance
evaluation was saddled with integrity
issues and conflict leading to attrition
of good talents and low performance
culture.

4. Performance management challenges
Workforce performance management
disconnected from corporate strategy
and metrics:
There was a challenge in ensuring
performance goals is based on corporate
strategy.
This disconnect continuously impacted the
organization's achievement of its strategic
goals

5. Performance management challenges
Manual performance rating
calibration :
Manual process of performance
calibration was time consuming and
counter productive. lack of objective
performance visibility and
calibration method led to dispute,
and subjective judgments

7. The solution
KPISOFT’s Automated Performance Management Tool:
Comprehensive EPM solution enabled to assimilate organizational strategy & objectives
to every employee by top-down cascading of KPI’s.

8. The solution
Every employee had a scorecard linked to organizational goals
The entire workforce and business units was able to cascade and translate
organizational KPIs and every one had a scorecard. Performance visibility encouraged
them to achieve stretch targets.

9. The solution
Proactive performance reviews
KPISOFT’s configurable automated self
service review process enabled the
organization to conduct regular review
to measure their milestone achievements,
discover improvements required. The
supervisors were empowered identify
performance bottlenecks and fix them
early

10. The solution
Holistic evaluation:
Integrated 360 competency , technical and
behavioral skills in the overall
performance evaluation process to
measure capabilities that is critical to
performance.
Identify competency gap and enable
identification of development needs of
every employee.
This feature enables employees to be
evaluated in any model including 90, 180
and 360 including external customers and
vendors

11. The solution
Performance rating calibration – KPISOFT suite includes automated rating calibration
for all employees based any on criteria of performance benchmark. The HR admin could
create infinite number of ranking groups based on selection of grade, position ,
functional, departmental or any criteria. Its so easy and simplified. The model facilitates
final manual rating for each employee based on moderation councils by departments

12. OUTCOMES

13. Outcome
• The initiative created alignment of
organizational strategy to employee
performance goals
• Alignment to organizational goals increased
employee morale and motivation
• Performance visibility was enabled
• One-on-one reviews: Structured
and better quality performance
evaluation dialogue
• Higher morale due to objectivity of
performance evaluation and rating

14. Outcome
• 85% positive feedback in all-employee
survey after KPISOFT rollout
• Unprecedented employee engagement in
improving service delivery
• Multi-year industry-leading profitability
and enterprise performance since
deployment in 2011